In order to suspend an employee fairly, an employer must have reasonable and proper cause for doing so. If not, suspension could breach the implied term of mutual trust and confidence and create a constructive dismissal.
DetailsIn professional misconduct cases, a criminal investigation often sits alongside a disciplinary investigation.
DetailsSpinal Cord Injury Awareness Day 2019 is held on May 17th. Get your free Slips, trips and falls downloadable poster Slips, trips and falls are associated with more fatal and major injuries than any other kind of injury. According to the HSE falls from height accounts for nearly three in ten fatal injuries to workers (41…
DetailsAccording to the 2017 Stevenson Farmer report, the cost to employers of mental ill-health is between £33 – 42 billion every year, whilst the cost to government is estimated to be between £24 and 27 billion. In total the cost of poor mental health to the UK economy is somewhere between £74 – £99 billion…
DetailsThe worker status bubble has expanded recently and found its way into the public sector. In Braine v The National Gallery, an employment tribunal has held that art educators are workers when they are working on individual assignments.
DetailsACAS has published new guidance on age discrimination at work. The guidance looks at the key areas in employment where discrimination can happen, including recruitment, performance management and retirement.
DetailsThe Advocate General of the European Union Court of Justice has suggested that employers should keep records of actual hours worked by full time employees in order to comply with the Working Time Directive.
DetailsAfter 12 weeks’ employment, agency workers are entitled to the same basic employment terms (including pay) as if they had been hired directly by the hirer, rather than through an agency (regulation 5(1) Agency Workers Regulations 2010).
DetailsEmployees are protected against discrimination due to their religion or belief by the Equality Act 2010. Direct discrimination is where an employer treats an employee less favourably because of their religion or belief (or their lack of it).
DetailsTUPE has been high on our case work at THSP Risk Management this last couple of months, and has made the Court of Appeal.
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